Abstract [en]

The aim of this study is to investigate workmotivation and motivation factors of employees with short-term contracts at a company working with those practices. The question formulations are: How do employees with short-term contracts consider that they are affected by the insecure employment? Which motivation factors are important for them? What strategies do they have to motivate themselves? The empirics are based on interviews performed with 6 respondents at a company that is the typical case for the study. The theoretical framework consists of Deci and Ryan’s definition of intrinsic and extrinsic motivation and Herzberg’s two-factor theory. Earlier recognized results connected to those theories have been the basis in interaction with the data.

The result shows that employees with insecure employments are motivated by rewarding job assignments, to have the possibility of helping other people through their profession. The feeling of social meaningfulness is furthermore a central motivation factor, where the relations to colleagues play an important role. Further, the feeling of competence for done activities and the access to feedback in their work is important for the workmotivation. The insecure work situation has impaired essential motivation factors on the job and the insecurity has reduced the employee’s motivation to perform.